What should happen in the next year: career trends 2012? {Trend! study}

The year 2011 is coming to an end, 2012 is just around the corner - this again offers space for all sorts of future forecasts. If you look at my previous Article knows about the topic of future oracles, you know what I think about predicting career trends for the coming year. Namely nothing! Nevertheless, it is always enjoyed - and also read.

Forecasts go into the pants?

The enthusiasm for such trend prognoses is unbroken, especially in the media. After all, the desire to know what is coming tomorrow, as old as mankind, is shamanism in a new way! For the supposed expert prognosis triggers security and releases the desire to think for itself.

This time the Karriereexperten.com, a Network  by coaches and consultants with a focus on careers and further development, compiled the most important career trends for 2012 and evaluated their relevance for the coming year. Some things are only logical, others quite general - and still others is wishful thinking because it serves the advice offered by the respective expert. At the end of 2012, everyone can find out for themselves how good the forecasts were.

Career Trends 2012?

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1. Labour market: Existing trends are intensifying. This includes the two-part development of the world of work with high and rapidly increasing salaries on the side of highly qualified specialists and low wages at the other end - above all on the side of the low-skilled, but also among less in demand academics. It is becoming more and more apparent that a specialist is not just a specialist. "Above all, people from the IT and engineering-related environment are in demand, who also bring methodological knowledge and communication skills to their content specification," says Lars Hahn.
2. selection procedure: The main trend is towards online procedures. E-assessment centers have been around for a long time, and there were only a few interviews via Skype. This is now slowly gaining ground, the career experts note. "The webcam is becoming an important tool in the application process, in which Skype and other formats increasingly play a role," says career and personnel consultant Raoul Wintjes from Berlin, member of the proAct Consulting partner company.
3. Canditature: The Visualize.me tool was launched in 2011 and can be used to display a resume like an infographic. This demonstrated the trend towards more colorful and graphic designs. Some of our experts saw résumés for the first time this year, which were also designed like an infographic in Word. This trend will continue. “Applications will be more informal, fresher and cheekier in 2012 and maybe not for that reason qualitatively no better,” warns career and personnel consultant Raoul Wintjes. “Applications must contain the information that decision-makers need.” This is only partially possible with infographics. For example, managers should make sure to present their so-called “track record”, that is to say achievements, based on facts and figures where possible.
4. Career: Rare study places due to double school-leaving grades and the absence of compulsory military service: "The steps outlined above will be critical in 2012, the entry into studies will be fought for many subjects," said career expert Christoph Burger. The situation would place the new high school graduates under increasing pressure and further exacerbate the urge to act through their demands on themselves. They thought they needed top grades, they shouldn't waste any time in starting their careers, they had to choose the right path right after they finished school. "The serenity of previous generations is increasingly lacking today," says Burger. Exactly this serenity is necessary to successfully start your job. It remains to be seen what developments this tension in the career choice will lead to in the medium term.
5. Skills shortage: Companies are professionalizing their recruiting to counter the shortage. "Because the dwindling of the skilled labor potential has long since begun," says the career consultant Christoph Burger from Stuttgart. Events such as the "Night of Companies", recruitment of Spanish specialists and the increasing discussion on the topic of "employer branding" (employer branding) showed this clearly. However, the attitude of skilled workers is no longer up to date. "After repeated crises when it comes to job offers, they are not yet self-confident and blink into the light of freedom, like someone who has had to spend a long time in the dark," says Burger. They don't yet know how to use the leeway they've gained in their own interests. The opportunity that lies in this for the employees: they can set their career and life goals much more actively and pursue them with more self-confidence.
6. Popular skills: In 2012, among other things, non-verbal sensitivity as a soft skill will be particularly in demand, especially when looking for suitable applicants for management positions. "This means that a whole bundle of skills is required that relate to body language and voice use," says application consultant Carmen Dreyer from Rülzheim near Karlsruhe. On the one hand, the applicant should be able to better assess others based on this knowledge, on the other hand, he should be able to send signals in a targeted manner. "The social skills will be on the wish list for the perfect candidate next year as much as the expertise required for the position," said Dreyer. English is now standard for all levels, good English is no longer a specialty. "If this was often discussed in interviews ten years ago, it is simply assumed today," says Sonja Theilmeier, Business English trainer at Enjoy English. A level of B1 according to the European frame of reference (GER) is now considered the lower average for an academic.
7. To have a career: Career opportunities continue to diversify in companies. In addition to managerial careers, expert, specialist and project careers are becoming increasingly established. Middle management (sandwich management), seen for a long time as a transition position or superfluous middle plank, is increasingly coming to the fore as a central component of the company's success. Thus, middle management is a career goal and not just the intermediate level to top management, ”says career expert Martina Bandoly from Berlin. Nowhere else are social skills as important as here. The management expert Thomas Kuhlmann from Bonn also sees it that way. "In addition to the self-care in the above sense of the management staff, employee management is given a new, sophisticated focus."
8. Social Media: Allegedly, Facebook the new hit for personnel consultants, oracle some blogs. But how should you look there? It doesn't really work. Therefore, it is important to make fine decisions here. For young people who grow into their first training and their first job experiences, Facebook the most popular job market, ”says career advisor Ursula Thieme from Großhansdorf near Hamburg. In the largest network, she is finding her jobs more and more through existing contacts. 300 Facebook-Friends are nothing for an 18 year old today. “For further careers, Facebook etc., however, are meaningless, ”says Ursula Thieme. Here the really interesting job deals are initiated through personal contacts or headhunters and closed offline.
9. Recruiting: Glossy brochures that promise a lot but don't keep anything no longer attract the younger generation. Portals like Kununu.com, which rate employers, become the normal contact point for job seekers. At the same time, the seals such as “Greatplacetowork” are no longer trusted. Job seekers want credible companies. Authentic communication is becoming more and more important - internally and externally, ”says career expert Ute Blenken. Only companies that are clear about what and who they really want and who implement this consistently have opportunities in the “War for Talents”. No matter whether they present themselves on the web, via social media, in magazines, on the phone or at trade fairs.
10. Further education: The subject of burnout was 2011 quite large, but also partly mystified. The companies have now come to the point that they have to do something to protect their employees. Therefore, training for the burnout prophylaxis of the Renner 2012, suspects Thomas Kuhlmann. Companies will increasingly adapt to this, as their own reputation depends on how they deal with the issue of burnout.

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